Difference between revisions of "Conflict"
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#Perceived incompatible differences that result in interference or opposition; | #Perceived incompatible differences that result in interference or opposition; | ||
#A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. | #A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. | ||
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| + | ==Definitions== | ||
| + | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| + | :[[Conflict]]. A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about. | ||
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Conflict]]. Perceived incompatible differences that result in interference or opposition. | ||
| + | According to [[Looking Out, Looking In by Adler, Proctor (15th edition)]], | ||
| + | :[[Conflict]]. An expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals. | ||
| + | According to the [[Strategic Management by David and David (15th edition)]], | ||
| + | :[[Conflict]]. A disagreement between two or more parties on one or more issues. | ||
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==Views of conflict== | ==Views of conflict== | ||
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*[[Human relations view of conflict]]. The view that conflict is a natural and inevitable outcome in any group. | *[[Human relations view of conflict]]. The view that conflict is a natural and inevitable outcome in any group. | ||
*[[Interactionist view of conflict]]. The view that some conflict is necessary for a group to perform effectively. | *[[Interactionist view of conflict]]. The view that some conflict is necessary for a group to perform effectively. | ||
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| + | ==Related lectures== | ||
| + | *[[Social Rationale Quarter]]. | ||
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| + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]][[Category: Human Communications]][[Category: Strategic Management]] | ||
Latest revision as of 21:34, 15 July 2020
Conflict can refer to one or more of the following:
- Perceived incompatible differences that result in interference or opposition;
- A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Conflict. A process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party cares about.
According to Management by Robbins and Coulter (14th edition),
- Conflict. Perceived incompatible differences that result in interference or opposition.
According to Looking Out, Looking In by Adler, Proctor (15th edition),
- Conflict. An expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals.
According to the Strategic Management by David and David (15th edition),
- Conflict. A disagreement between two or more parties on one or more issues.
Views of conflict
- Traditional view of conflict. The view that all conflict is bad and must be avoided.
- Human relations view of conflict. The view that conflict is a natural and inevitable outcome in any group.
- Interactionist view of conflict. The view that some conflict is necessary for a group to perform effectively.
